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Paternity leave policy

  1. Statutory entitlement
  2. Paternity pay
  3. Going on paternity leave
  4. Appendices

The University recognises the importance of supporting all staff in their obligations to their families. This Paternity Leave Policy has been designed to explain how the scheme operates and sets out your obligations under it.

If you have any queries regarding the information in this document or would like further advice please contact Human Resources on ext. 3096 or e-mail: humres@st-andrews.ac.uk.

Statutory entitlement

All employees are eligible for two weeks Paternity Leave if the following conditions are satisfied:-

  • You have worked continuously for the University for 26 weeks leading into the 15th week before the Expected Week of Childbirth (EWC) or Expected Day of Placement (EDP) if adopted.
  • You have or expect to have responsibility for the child’s upbringing (born or adopted).
  • You are the biological father of the child or the mother’s husband or partner (including same-sex relationships).
  • You are the adopter’s spouse or partner.

Please note: If you are eligible for Paternity Leave this period covers single and multiple births. Therefore if twins are involved you are still only eligible for two weeks Paternity Leave.

Paternity Leave can be taken at any period from the day the baby is born or placed (adoption) up to eight weeks from that date. Leave can be taken in the following ways:-

  • Block of two weeks.
  • Two separate blocks of one week.

Paternity pay

Depending on your length of service with the University you will be entitled to either option one or option two.

Option 1 - Less than 26 weeks continuous service at the 15th week before the expected week of childbirth or expected date of placement

You will not be entitled to paternity pay.

Option 2 - 26 weeks continuous service at the 15th week before the expected week of childbirth or expected date of placement

You will be entitled to the University’s enhanced paternity pay package, which equates to 2 weeks at full pay. This payment will include elements of Statutory Paternity Pay.

Please note: There is no distinction drawn between live and still births (where a child is stillborn after 24 weeks) therefore you will still be eligible for Paternity Leave if you meet the appropriate criteria.

Going on paternity leave

Paternity leave

You must notify your Head of School/Unit in writing of the date you wish to commence your Paternity Leave and how you are going take the leave (See Statutory Entitlement section on page 1). Notification must be given by the end of 15th week before the Expected Week of Childbirth (EWC). Please ensure a copy of the letter is passed to Human Resources.

Adoptive paternity leave

You must notify your Head of School/Unit in writing of the date you wish to commence your Adoptive Paternity Leave and how you wish to take the leave (See Statutory Entitlement section on page 1). This must be undertaken within seven days of having been notified that you have been matched with a child for the purposes of adoption. Please ensure a copy of the letter is passed to Human Resources.

If requested to do so, you should provide a “matching certificate” confirming the Expected Date of Placement (EDP) of the child, which should be available from the Adoption Agency.

Effect of paternity leave on conditions of service

Paternity Leave has no adverse effect on your long-term employment with the University. The break in employment does not affect your continuous employment with the University, nor will affect your seniority, status, pension entitlement, sickness entitlement or any other entitlement associated with your terms and conditions of employment.

Failure to return to work from paternity leave

If you fail to return to work after the maximum period of absence, and fail to notify the University of your absence, then disciplinary action may be taken.

Appendix